Top 10 Articles and Resources in the #HRTech space- March 2020
Bringing you our top choices of articles in the HR Tech space in the month of March 2020.
The article takes a data-driven look at HR Technology, using Network Analysis. Specifically examining which technologies and vendors are influential in the HR Tech landscape. The big tech players are generally known, and anecdotal predictions regarding the future are common, but can we derive an understanding of HR technologies through data and analytics?
Data was obtained from the 2019 Unleash Conference in London, specifically the 35 start-ups and 64 sponsors that were present at the conference. Conference attendees were provided a list of company names and their “tags”, which were descriptors of the technology or HR domain that characterize the respective companies.
Josh Bersin in this article explains how SAP SuccessFactors is reinventing itself being the leader in the Talent Management software market. Way back in 2006, the company pioneered an enterprise approach to Online Performance Management and has not stopped since.
The company acquired Plateau (leading LMS company) in 2011, Jobs2Web in 2012 (recruiting and candidate marketing), InfoHRM in 2010 (people analytics), Jambok in 2011 (video learning), CubeTree in 2010 (social networking), and a small provider of integrated job competencies in 2013.
FIGURE 2: HXM strategy aligns the shift of SuccessFactors from a transactional system to an experience-based system.
SuccessFactors has embarked on a quest to make a new market through HXM. Since the company is so well known for integrated talent management, the team decided to “redefine the market” – introducing the category of Human Experience Management.
III. AS WORKFORCES STRUGGLE TO NAVIGATE THE COVID-19 PANDEMIC, ORGANISATIONAL NETWORK ANALYSIS IS HERE TO HELP
As a result of the ongoing COVID-19 pandemic, effectively managing employee interactions has become a matter of critical importance for companies. In this context, ONA(Organisation Network Analysis) can no longer be considered as a nice-to-have capability, but rather should be viewed as a must-have.
ONA is a People Analytics method that allows companies to visualize and analyze how employees interact with each other within an organization.
There are two possible approaches to map these interactions: asking them directly through an online survey (active ONA) or monitoring their digital footprint on collaborative tools like email or Slack (passive ONA).
FIGURE 3: Employee burnout risk assessment. Source: Cognitive Talent Solutions
In his article Francisco discusses examples on how active and passive ONA can help companies remain successful during the new reality imposed by the coronavirus outbreak which include Accelerating adoption of new strategies , policies and procedures; monitoring employee burnout(Figure 3); Accelerating new hires’ time-to-productivity in remote teams amongst others.
IV. HRTECH CASE STUDY: HILTON USES OCULUS VR TO TRAIN FOR BROKEN COFFEE MAKERS, OTHER “FRUSTRATING” GUEST ISSUES
Hilton is using Oculus virtual reality (VR) technology to train employees across its 6,000 resorts and properties on facilities, operations and empathy, says Oculus parent company Facebook.
The training program, titled Hotel Immersion, was developed in collaboration with learning solutions developer SweetRush, Facebook said.
The tech gives employees an immersive look at all hotel departments and allows them to practice setting up room-services trays, checking in guests and cleaning rooms.
Another experience offered in the training, Exceed with Empathy, has employees encounter five “frustrating” scenarios: slow restaurant service, an improperly set up meeting room, a nonfunctioning digital key, a drawn-out checkout process, and a broken coffee maker. Facebook said Hilton expects VR will shrink employees’ in-class training time down from four hours to 20 minutes.
Though only 16% of companies are fully remote, we are all too familiar with the gig workforce, and remote working. According to a recent survey, 44% of companies don’t provide an option to work remotely. The remaining 40% of companies have hybrid offerings with both remote and in-office options.
When hit with a pandemic such as COVID-19 companies with no-remote-working and hybrid offerings have to make room for extended remote working facilities to almost the entire workforce. After completing the gargantuan task of providing the necessary infrastructure to enable the employees to work from home, then comes the more subtle human resource management aspects of the remote working.
It necessitates an HR policy redraft across industry sectors, which would definitely lead to a new HR tech revolution. With new challenges emerges a new technology solution to tackle it efficiently. Unprecedented challenges help us find innovative solutions.
Cloud-based HRMS software and Employee Performance Management Software helps you continue your HR operations effectively.
Guest post by Sophie Parker (adriantan.com.sg)
Technology has become an integral part of modern human life in the 21st century. However, just because we have already welcomed technology into many aspects of our lives, it doesn’t mean that we have achieved everything possible. There are still many aspects of life in which technological innovation continues to add value.
Human Resources is one of those areas.
While most people think of engineering, medicine, construction, and such when asked which professions can benefit most from automated technology, few realize that HR is among that list.
In many ways, HR has been slow to adopt new technology and revolutionize its workforce. But that’s changing, largely thanks to bots.
This insightful article covers : What are Bots; How HR Benefits from Automation and the challenges for HR with this “Blended workforce”
A rapidly aging workforce and a growing need to upskill people make succession planning — and therefore the use of succession planning tools — increasingly important. Countries across continents are at the crossroads of dealing with an aging workforce. On the other hand, there is a need to reskill and upskill about one in every two employees; data from the 2018 Future of Jobs report from the World Economic Forum show that an estimated 54% of all workers will have to update or change their competencies within the next two years.
As a result of these changes, succession planning and the tools that go with it — are becoming increasingly important for companies . In this article, Neelie focuses on 12 providers of succession planning tools, their main features, what’s unique about them and other aspects.
AI is increasingly proving its worth in transforming HR function’s efficiency and performance.
According to the Gartner 2019 Artificial Intelligence Survey. HR leaders cite cost savings, more accurate data-based decision making and improved employee experience as the top reasons to deploy AI.
AI-based solutions can drive faster, easy-to-use HR services and help HR functions develop new personalization strategies to engage the technology-enabled workforce and improve employee performance. Organizations that embrace a more personalized and consumer-centric approach to employee experience increase the average employee’s performance. While there is an opportunity in every HR process is an opportunity for AI, most organizations are focusing their AI efforts in three areas: HR operations (40% of organizations), talent acquisition (38% and employee engagement monitoring (38%).
This article discusses the top challenges faced by HR leaders in adopting AI Funding AI initiatives; security and privacy concerns and the complexity in integrating AI and key aspects for a successful AI implementation
In the wake of the ongoing COVID-19 pandemic, some HR-tech companies are now offering free access to their platforms to employers large and small, with the main driver being a “we’re all in this together” mindset.
Whether it’s closed workplaces, canceled classes or travel restrictions — combined with financial market uncertainty — the novel coronavirus has quickly disrupted life as we know it. To help users succeed, several America based HR-tech companies like Grokker, ThinkHR and Mammoth HR, HRAcquity , Quinyx etc are offering their services and platform free of cost to help users tide through the uncertain times.
Channel News Asia article on Singapore’s economic restructuring & transition efforts (in order to raise skills and improve productivity) was widely circulated in social media.
Going beyond the traditional choices such as eFinancialCareers, Glasdoor, Indeed, JobsCentral, JobsDB, JobStreet, LinkedIn, Monster, MyCareersFuture and STJobs, this blog shares the new-age job boards & talent marketplaces, part of the growing breed of HRTech companies, that are leveraging tech to match “right-fit talent” to “best-fit opportunities”.
About the author :
Swechha Mohapatra (IHRP-CP, Associate CIPD) is a Senior Consultant – Digital HR at hrtech.sg and has over 7 years of global experience in various Talent functions. She is a passionate HRTech evangelist and an avid learner who is certified Six Sigma-Green Belt with a background of MBA (Specialization in HR and IT) and Master’s in Labor Laws and Labor Welfare.